
Globaltalentsolutions
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Founded Date 19.12.1915
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Sectors Construction / Facilities
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Company Description
What is Recruitment?
Recruitment is the process of attracting and recognizing a pool of prospects, from which some will be picked for work.
Table of Content
1 What is Recruitment?
2 Recruitment Meaning
3 Recruitment Definition
4 Recruitment Process4.1 Job Design
4.2 Opening Job Position
4.3 Collecting and Presenting Job Resumes
4.4 Job Interviews
4.5 Job Offer
9.1 Internal Sources9.1.1 Transfers
9.1.2 Promotions
9.1.3 Retired and Retrenched Employees
9.1.4 Employee Referrals
9.1.5 Job Postings
9.1.6 Deceased and Disabled Employees
9.4.1 Campus Recruitments
9.4.2 Management Consultants
9.4.3 Advertisements
9.4.4 Trade Associations
9.4.5 Walk in Interview
9.4.6 Job Fairs
10.1 Overtime
10.2 Temporary Employees
10.3 Sub-contracting
10.4 Employee Leasing
10.5 Outsourcing
11.1 Person Specifications11.1.1 Seven Point Plan
Human resources are the most crucial properties of a company. The success or failure of an organization is mainly depending on the quality of individuals working therein. Without positive and innovative contributions from individuals, companies can not advance and prosper.
In order to attain the goals or carry out the activities of a company, therefore, we need to recruit people with requisite skills, credentials and experience. While doing so, we need to keep today along with the future requirements of the company in mind.
Organizations have to hire individuals with requisite abilities, qualifications and experience if they have to make it through and thrive in a highly competitive environment.
Recruitment Definition
According to Edwin B Flippo, «Recruitment is the procedure of searching for prospective workers and stimulating them to apply for tasks in the organization».
DeCenzo and Robbins define it as «Recruitment is the procedure of discovering potential candidates for real or expected organizational vacancies. Or from another perspective, it is a connecting activity-bringing together those with tasks to fill and those seeking jobs.»
According to Plumbley, «Recruitment is a matching procedure and the capacities and dispositions of the candidates have to be matched against the demand and benefits inherent in a given job or career pattern.»
Recruitment Process
The significant actions of the recruitment procedure are specified as:
Job Design
Opening Job Position
Collecting and Presenting Job Resumes
Job Interviews
Job Offer
Job Design
Job style is the most fundamental part of the recruitment procedure. The job design is a phase about the design of the job profile and a clear arrangement between the line manager and the HRM Function.
The Job Design has to do with the agreement about the profile of the ideal job candidate and the arrangement about the abilities and proficiencies, which are essential. The info gathered can be utilized throughout other steps of the recruitment procedure to speed it up.
Opening Job Position
The Opening of the Job Position is usually the job of the HR Recruiter. Skilled and experienced HR Recruiter should choose about the best mix of recruitment sources to discover the best candidates for the task position. This is another key step in the recruitment procedure.
Collecting and Presenting Job Resumes
The next action is collecting of job resumes and their pre-selection. This action in the recruitment process is very essential today as many organizations lose a lot of time in this action.
Today, the organization can not wait with the pre-selection of the task resumes. Generally, this should be the last step done simply by the HRM Function.
Job Interviews
The job interviews are the primary step in the recruitment process, which need to be plainly created and concurred in between HRM and line management.
The task interview ought to find the task prospect, who satisfies the requirements and fits best the business culture and the department.
Job Offer
The task offer is the last action of the recruitment procedure, which is done by the HRM Function, it settles all the other steps and the winner of the job interviews gets the deal from the company to join.
Techniques
Recruitment techniques are the ways or media by which management contacts potential workers or provide required details or exchange concepts or stimulate them to make an application for tasks.
Recruitment techniques are:
Internal Methods: They are for recruiting internal candidates. These include methods like:
( a) Promotion & Transfers
( b) Job Posting
( c) Employee Referrals
Direct Methods: These consist of sending out taking a trip recruiters to instructional and expert organizations and workers’ contacts with the public.
( a) Campus Recruitment
Nature of Recruitment
Recruitment involves the following functions:
— Recruitment is the primary step of consultation.
— It is a constant procedure.
— It is a procedure of determining sources of human force, bring in and motivating them to request tasks in organizations.
— It is an advancement workforce or to work at the last stage.
— It is a favorable procedure.
— It satisfies needs, both today, and the future.
Purpose of Recruitment
— Finding out and developing the source here required number and job kind of workers will be available.
— Developing ideal strategies to draw in the preferable prospect.
— Employing the strategy to bring in workers.
— Stimulating as numerous prospects as possible and job asking them to make an application for tasks regardless of the variety of candidates required in order to increase the choice ratio (i.e., variety of application per one job vacancy) due to lower yield ratio.
Difference Between Recruitment and Selection
— Recruitment suggests looking for sources of labor and stimulating people to request tasks, whereas selection indicates selecting of best kind of individuals for numerous jobs.
— Recruitment is a positive procedure whereas choice is an unfavorable procedure.
— It creates a big pool of candidates whereas choice causes a screening of inappropriate candidates.
— Recruitment is a basic procedure, it involves contracting the different sources of labor whereas choice is a complex and time-consuming process. The prospect has to clear a number of hurdles before they are chosen for a job.
Sources of Recruitment
A source from where prospects are recognized, brought in and selected can be classified into 2: Internal Sources and External Sources.
Modes of Recruitment are:
Transfers.
Promotions.
Retired and Retrenched Employees.
Employee Referrals.
Job Postings.
Deceased and Disabled Employees.
Campus Recruitments.
Management Consultants.
Advertisements.
Trade Associations.
Walk in Interview.
Job Fairs.
Internal Sources
This approach consists of recruiting, establishing and promoting the staff members from within the organization. Internal recruitments are cost-efficient, more reputable as the organization is aware of the candidate’s skillset and knowledge and it likewise motivates the staff members and increases their dedication towards the organization. Internal sourcing can be performed in the following ways:
Transfers
An employee may be shifted from one task to another internally generally of the same level. The functions and obligations of the employees might change but not always the income. This helps the staff members to get encouraged and try something brand-new, assists them break the monotony of the old task and motivates them to grow by acquiring more knowledge.
Promotions
As acknowledgment of their performance and experience the employees are moved from a position to a higher position. There is a modification in their duties and responsibilities accompanied with a modification in wage and status. It helps the staff member to grow vertically in the company. It refrains him from leaving the business for greener pastures.
Retired and Retrenched Employees
Retired and retrenched workers may likewise be hired back in case there is high need and lack of supply in the market or there is unexpected increase in workload. These staff members are currently conscious of the processes, procedures and culture of the organization hence they show to be cost effective.
In this case each worker of the business functions as an employer. The employees are encouraged to recommend the names of their pals or loved ones working in other organizations. For job this they are even rewarded monetarily.
The advantage of employee referral is that the possible candidate gets initially hand details about the job and organization culture from the already working staff member. Since he knows what he is getting into he is anticipated to stay longer in the organization. Also considering that the trustworthiness of those who advise is at stake, they tend to recommend those who are highly encouraged and proficient.
Job Postings
The Company posts the existing and expected job on bulletin boards, electronic media and comparable typical websites. This provides an opportunity to the workers to undertake profession shift and help them grow within the business.
Deceased and Disabled Employees
In order to make the families of the departed and handicapped employees self-sufficient their loved ones or dependents might be offered a job in case of any job.
Advantage of Internal Sourcing
— Internal recruitment is less time consuming and affordable.
— It is reliable as the organization is aware of the staff member’s understanding and capability.
— There is no need of induction and training as the worker is already knowledgeable about the procedures, procedures and culture of the company.
— It increases the inspiration level of the staff members as they anticipate getting a greater task in the organization instead of searching for greener pastures outside.
— It boosts the morale of the staff members, improves their relations with the company and lowers staff member turnover.
— It establishes the spirit of loyalty in the staff members, ensures continuity of work and organizational stability.
Disadvantage of Internal Sourcing
— Internal sourcing avoids new blood, originality and innovative concepts from going into the company.
— The scope is limited as not all the jobs can be filled by the minimal pool of talent readily available in the organization.
— The position of the person who is moved or promoted falls vacant.
— It can develop frustration among the rest of the employees as there can be predisposition or partiality in promoting a worker in the company.
External Sources
New prospects are hired from outside the company by various methods and approaches. It is more typically utilized than internal sources. External recruitments are valuable in acquiring abilities that are not had by the present staff members; it likewise assists to bring onboard staff members from different backgrounds that get a diversity of ideas on the table.
Campus Recruitments
When business are in search of fresh talents and are concentrating on knowledge, interaction ability and talent than experience, they approach management colleges, technical institutes etc. The company makes a discussion about its company in order to draw in the trainees.
Whoever finds it matching with their career plans applies for the job. These applicants are then made to go through series of selection processes like analytical and mental tests, group discussions, interviews etc before the last choice is done.
Management Consultants
Management experts act as representatives of the employer. They perform the recruitment function on behalf of the client business by charging them fees or commissions. These experts are able to customize their services according to the particular needs of the clients hence eliminating the line supervisors from their recruitment function.
Advertisements
This media of recruitment is popular and frequently used as it connects a wide variety of individuals. It can also be targeted at a particular group or a specific geographic location by choosing a specific newspaper, radio channel and so on e.g Business journal.
In specific advertisements business name, task description and wage bundles are mentioned. There are blind ads also where no identification of the company is offered. These advertisements are published primarily when the organization wishes to fill an internal vacancy or preparing to displace an existing staff member.
Trade Associations
There are associations that create a database of job seekers and offer it to its members throughout local or national conventions. They also release classified ads for companies interested in hiring their members.
Walk in Interview
Another upcoming method of recruitment is walk-in interviews. There is no time at all and conference schedule for each person. An ad regarding the time and the place of the interview is given up the newspaper. The prospects are needed to bring their CVs and directly appear for the interview. It is an extremely common mode of recruitment among BPOs and call centres.
Job Fairs
Job fairs are a reliable way of getting in touch with possible employees and prospects. There are HR hiring supervisors of different companies under one roofing. Information and service cards can be exchanged and resumes can be sent by the candidates.
Employers can find the right candidates, likewise the applicants can apply in lots of organizations together, anywhere they feel the offer is best and fits their interest.
Advantage of External Sourcing
— New and young blood gets in the organization, which have ingenious concepts, brand-new approaches that can help to stir up the existing staff members.
— It uses a broader swimming pool for choice. Companies can get candidates with requisite certification.
— It develops a competitive environment as it assists the existing staff members to work harder in order to match the requirement that the new staff members generate.
— It causes long term benefits to the organization. Talented pools of people bring along with them brand-new methods of working and brand-new approaches to scenarios that helps the company to stay abreast with the competitive world exterior.
Disadvantage of External Sourcing
— It is a time consuming procedure as it involves bring in the best prospects, screening them, going through a series of tests and interviews etc. When appropriate prospects are not available this procedure needs to be repeated again and once again.
— This process shows to be extremely costly for the organization as the business need to turn to advertisements, employing consultants and so on for attracting the right swimming pool of talent.
— It can lower the morale and demotivate the existing employees as they can feel that their services have actually not been acknowledged.
— It is less reliable than internal sourcing. Since the companies hire prospects on the basis of their resumes, tests, interviews and so on they might not end up being as expected. It might wind up working with someone who ends up being a misfit and might not have the ability to change in the brand-new established.
Alternatives to Recruitment
Recruitment and selection is an expensive and time-consuming procedure. Moreover, it gets onboard permanent employees which are tough to be separated in case they do not carry out according to the requirement or if there is overstaffing due to less work due to market demand variations.
Hence to combat back the short-lived phases of high market demand for firm’s items, business might resort to options to recruitment that are stated listed below:
Overtime.
Temporary Employees.
Sub-contracting.
Employee Leasing.
Outsourcing.
Overtime
In order to fulfill the additional need of the firm’s items which result in excess workload, some employees are asked to work overtime under some terms. Overtime is the amount of time that somebody works beyond the working hours.
In such a case worker gets additional incomes according to the agreement signed in between the employee and the company. The disadvantage is that the staff member might not work to his full potential during the day in order to make overtime.
Temporary Employees
A short-lived employee is designated for a duration that does not last for long. It is to fill a short-term position which is arranged to be terminated within one or more years for factors as the conclusion of a particular project or peak workload.
This helps the company in avoiding expenses of recruitment, conserves time involved, and help prevent the negative impact of labor turnover etc. However short-term staff members might not be very loyal to the business, their lack of experience might affect the work output and they tend to take some time to adjust.
Sub-contracting
To complete a specific project or fulfill an unexpected momentary increase in the need of the business’s items, the business might resort to subcontracting. It is the practice of designating part of the commitments, jobs and responsibilities to another celebration under an agreement known as subcontractor.
Hiring an outside professional agency to carry out part of the work leads to shared benefits in such cases as the business wish to broaden by itself just when the increased need lasts for a specific period of time.
Employee Leasing
An employee leasing firm concentrates on recruitment, training, human resource management, payroll accounting and danger administration. The leasing firm also takes care of the work supervision, day-to-day tasks and other routine elements of work.
For instance a nursing services firm works with numerous nurses and offers them to health centers on a contract basis. It provides a benefit to the organization to change its staff members without actual layoffs.
Outsourcing
Under contracting out an organization process is contracted out to a 3rd celebration, the reason behind outsourcing are numerous. It minimizes the requirement to work with and train specific staff as it is sourced out to someone specializing in that location having the resources and know-how that leads to competitive superiority in time.
It likewise helps to decrease capital and business expenses and helps prevent challenging guidelines, high taxes, labour union agreements etc.
Role Profiles for Recruitment Purposes
Role profiles, define the total function of the role, its reporting relationships and crucial outcome locations. They may also include the list of competencies required. They may be technical (skills and understanding needed to do a particular job) and behavioral proficiencies attached to the role.
The profile likewise includes the conditions (pay, benefits, hours of work, movement, travelling, transfers, training, development and profession chances). The recruitment role provides the basis for person spec.
Person Specifications
An individual spec likewise known as recruitment, task or personnel specification is the vital aspect on which the choice procedure is based. It is the sum overall of education, training, experience, credentials an individual has to carry out the job assigned to him.
When the job requirement have actually been specified, they must be categories under appropriate heads. The basic classifications include qualification, technical and behavioural competencies.
There are likewise a number of conventional schemes. The most popular include the seven-point plan established by Alec Rodgers in 1952 and the five-point grading system established by Munro Fraser in 1954. These provide certain headings under which qualities of a perfect prospect can be categorized.
Seven Point Plan
— Physical comprise: Health, body, appearance, bearing and speech
— Attainments: Education, certifications, experience
— General intelligence: Fundamental intellectual capacity
— Special abilities: Mechanical, manual mastery, facility in usage of words or figures
— Interest: Social, intellectual, physically active, constructional
— Disposition: Acceptability, influence over others, steadiness, reliability, selfreliance
— Circumstances: Domestic situations, occupations of family.
Five-fold Grading System
Effect on others: Physical makeup, look, speech and way
Acquired knowledge or credentials: Education, employment training, work experience
Innate capabilities: Natural speed of understanding and ability for learning
Motivation: The sort of goals set by the individual, his/her consistency and determination in following them up, and success in attaining them
Adjustment: Emotional stability, capability to stand up tension and ability to get on with people.
Attracting Candidates
Attracting prospects is mainly a matter of determining, assessing and using the most appropriate sources of applicants. However, where ideal sources of recruitment are not there, then the analysis of elements adding to the recruitment in an organization need to be analyzed. Various factors to be taken under factor to consider are as follows:
Internal Factors
— Company’s pay package
— Quality of Work Life
— Organizational culture
— Career planning & growth
— Company’s size
— Company’s products/services
— Company’s growth rate
— Role of trade union
— Cost of recruitment
— Company’s name & fame
External Factors
1. Socio-economic factors
2. Supply and need elements
3. Employment rate
4. Labour market condition
5. Political, Legal & Govt. aspects
6. Information System
Recruitment should be fast, but a careful process. A wrong move can have a disastrous influence on the endeavor. A few procedures can be required to lower the negative effect. They are:
Brand Image Creation
Stating clear Definition of Employee Requirements
Applications Receiving Sources
Screening of Applications
Selection Process
Maintain a Prospect Pool
Recruitment Policy
Internal and External Sources
Human Resources Tutorial
( Click Topic to Read)
Personnel Management
Personnel Planning
Employee Induction
Types of Training
Importance of Training
Training Process
Human Resource Accounting
Methods of Personnel Accounting
HR Audit
How to Create Training Program
What is Motivation?
Performance Appraisal
Performance Appraisal Process
Performance Appraisal Problems
Management by Objectives
360 Degree Performance Appraisal
What is Compensation?
Employee Discipline
What is Employee Grievance?
What is Collective Bargaining?
What is HRIS?
Competency Based Training
Human Resource Planning
Personnel Planning Process
Human Resource Demand Forecasting
What is Human Resource Development?
Methods of Performance Appraisal
What is Job Analysis?
What is Job Design?
Recruitment Meaning
Effective Recruiting
Selection Process
What is Employee Induction?
International Personnel Management
Cross Cultural Theories
Dimensions of Culture
HRM Practices
International Selection Process
Expatriate Training
International Compensation
Human Resource Development
Challenges of Personnel Development
Methods of Personnel Development
Steps for Designing HRD Intervention
Employee Orientation
Employee Socialization
Realistic Job Review
360 Degree Assessment
Employee Assistance Program
What is Coaching?
What is Mentoring?
Leadership Development
Management Development
Organisational Development
What is Planned Change
Types of OD Interventions
What is Performance Management?
Performance Management System
Performance Planning
Competency Mapping
What is Performance Appraisal?
Employee Performance Monitoring
Performance Counselling
Performance Management and Reward
Ethics in Performance Management
Role of HR Professionals in Performance Management
What is Group?
Group Dynamics
Organisational Culture
Group Decision Making
Group Conflict
Diversity in the Workplace
Management Topics
What is Management?
Who Is a Manager?
Marketing CIs Management an Art or Science
Classical Management Approach
Planning in Management
Decision Making in Management
Organising in Management
What is Organisation Structure?
What is Departmentation?
What is Span of Control?
What is Authority?
What is Staffing?
What is Personnel Planning?
What is Job Analysis?
What is Recruitment?
Modern and Others Schools of Management Thought
What is Selection?
What is Coordination?
What is Controlling?
What is Leadership?
What is Organisational Change?
Motivation in Management
Motivation Theories
Maslow’s Hierarchy of Needs
Herzberg Two Factor Theory
Mcclelland’s Needs Theory of Motivation
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